Intersectionality
Consulting Concepts
Intersectionality
In continuation of exploring different Consulting Concepts, we shift focus towards a less-known term: Intersectionality.
You may already be asking yourself, “What does intersectionality mean? Does this concept have anything to do with business organization, structure or culture? How can I talk to my employer about this topic?”. We will address these common questions and share our own tips on how both employers and employees can improve their workplace through an intersectional framework.
First, what does intersectionality mean?
The term intersectionality was originally coined in 1989 by law professor and civil rights advocate, Kimberlé Crenshaw, who worked towards recognizing how the characteristics of our individual identities intersect and overlap with each other.
Today, over 30 years later, we understand intersectionality as the interconnected nature of social categorizations such as race, class and gender as they apply to a given individual or group, regarded as creating overlapping and interdependent systems of discrimination or disadvantage. Our gender, race, ability, nationality, sexual orientation and the many other characteristics of our individual identities are interacting with one another in all facets of our lives, including the workplace.
How does intersectionality relate to the workplace?
Whether we talk about it or not, intersectionality impacts an employee’s environment when their identities, such as physical and mental ability, race, or gender make it more likely for them to experience conscious or unconscious bias, especially from colleagues and workplace processes. As Dnika J. Travis, Vice President of Catalyst, puts it, “It’s a feeling of having to protect against bias or unfair treatment — of having to be on guard". Awareness of specific stereotypes that individuals may face and how their career opportunities and overall success can be affected is crucial in maintaining fair and inclusive practices.
For those working in behavioral health, whether you are an ABA business owner or a behavior therapist, have you considered how intersectionality affects your field of work? Consider this quote from the recent ABAI article, Intersectional Feminism and Behavior Analysis: "For work to be considered applied behavior analysis, it must focus on promoting behavior change that is meaningful to the target individual and others around them. By being able to predict and control behavior, behavior analysts can make changes for the well-being of society by manipulating the environment. This is absolutely necessary if behavior analysts want to promote social change to prevent oppression and discrimination.” (DeFelice & Diller, 2019). It is imperative to understand historical demographics, how diversity has progressed within the field and how behavior analysts can promote social change through ABA.
So, take a moment right now to pause… and think about how intersectionality may be affecting your organization.
How to talk to your Employer about Intersectionality:
We know it can be difficult to address uncomfortable topics, especially in light of recent events across our country such as racial inequality and injustice. Thousands of organizations have also been fundamentally disrupted by the COVID-19 pandemic, forcing both employees and employers to feel uncertainty like never before, including how new policies and practices may disproportionately impact some individuals more than others. To ease the anxiety that comes with this unfamiliar discomfort, here are tips for talking to your employer about approaching diversity with an intersectional framework:
Set up a meeting to discuss the topic: This may be a tough conversation, so set up a specific meeting to discuss your thoughts on intersectionality in the workplace. Difficult conversations may not go as well when they are addressed in an impromptu style. Let your supervisor know that you are excited to discuss ideas that have the potential to ultimately benefit the organization and its valued employees.
Prepare for your discussion: Treat this as you would treat any other professional meeting; prepare ahead of time. Your points are more likely to be well received if they are organized and clearly communicated.
Discuss what intersectionality is and why it is important to take into consideration when addressing topics related to diversity in the workplace: Your supervisor/employer may not have previously considered how an employee's intersecting identities affect their daily work life. If they are already privy to the topic, that's great too! Use this as an opportunity to establish that you are all on the same page.
Clearly and objectively define areas that could benefit from support: This is not an opportunity to attack your employer or organization, this is a chance to cultivate meaningful change within the company. Even in the worst scenarios, you are more likely to influence change by remaining objective and articulate. The last thing you want to do is set the occasion for a defensive conversation. For example, have you noticed that a specific manager doesn’t give the same opportunities to the more elder employees that they do to younger employees? Clearly communicate specific situations and areas that can improve if leadership were to take an intersectional approach.
Organizational benefits: Discuss specific benefits reaped by an organization when leadership takes an intersectional approach to diversity. Interested in learning what those benefits are? (See “Organizational Benefits” below.)
Problem solve: If you're going to point out organizational problems, be willing to take an active role in the solution. Come prepared with actionable suggestions on how to improve the issues at hand. Be willing to collaborate with the leaders of your organization and necessary departments (hello HR!) to execute your plan.
Set up a follow up meeting to asses if the solutions are effective: Decide on a timeline to regroup with your employer to determine if the action items you both agreed upon have been effective in solving the problem. Understand implementation may take time before it is perfect.
Organizational Benefits in the Workplace
Now that we’ve talked about strategies for employees to discuss diversity and intersectionality in an effective way, let’s look at the benefits that organizations may see when taking an intersectional approach to diversity in the workplace. Describing organizational benefits that come from implementing changes related to inclusion may be helpful for employers who are reluctant to carry out an organizational shift.
Increased employee creativity, problem solving & productivity: Imagine an employee who feels safe and supported in their environment. Now imagine one who does not. The employee who feels safe at the workplace is more likely to have the bandwidth to develop with creative solutions and work as an efficient team member.
Improved mental health & well-being: Similar to the first point, an employee whose environment is accommodating is more likely to thrive. Employee wellness is a huge benefit on it’s own, but think about the improved company culture that will result when your employees are well. Increased morale is contagious!
Less absenteeism & turn over: A team member who feels included in their workplace is a team member who shows up to work and stays with the organization longer. Imagine what you’ll save in recruiting and training expenses when you reduce your turnover rate! (This is especially important in the health care profession. We’re looking at you ABA providers!)
Diverse perspectives: When leaders of organizations encourage diversity and set the occasion for an employee to show up to work as their whole selves, employees are more likely to feel comfortable and forthcoming with unique ideas.
Stay in compliance: An intersectionality approach to diversity makes it more likely that the most marginalized groups do not fall through the cracks. When an organization is confident that it is inclusive of all intersecting identities, it can feel confident that they are following equal opportunity guidelines.